Abstract：
OBJECTIVE: To identify the prevalence and severity of impostor phenomenon and burnout in newly licensed registered nurses, map the current literature on impostor phenomenon in nursing, and identify related factors affecting the new nurse\'s transition to practice.
BACKGROUND: Impostor phenomenon is an internalised intellectual phoniness resulting in persistent self-doubt despite prior success. It can evoke feelings of emotional exhaustion associated with burnout, negatively affecting employee retention. Due to changes in nursing education resulting from COVID-19, self-doubt and uncertainty among new nurses are expected to be heightened, leading to burnout which adversely effects nurse well-being, patient care and retention.
METHODS: The scoping review follows the methodological framework developed by Arksey and O\'Malley (2005) and the Reporting Checklist for Scoping Reviews (PRISMA-ScR) guidelines.
METHODS: The literature search was conducted utilising PubMed, CINAHL and PsycINFO. Inclusion criteria were studies published between 2011 and 2021, written in English, peer-reviewed, and focused on newly licensed registered nurses. Eighteen articles were reviewed.
RESULTS: Studies on impostor phenomenon in nursing are limited to nursing students and clinical nurse specialists. Prevalence of impostor feelings in these populations range from 36% to 75%, and 12.3% to 46% of new nurses report burnout. Impostor feelings arise from role ambiguity, lack of self-compassion, transitions, and minimal clinical experience. Burnout was associated with stress, feeling unprepared, inadequate socialisation, and lack of self-compassion. Overlap in these factors could increase impostor feelings and burnout in new nurses.
CONCLUSIONS: Effects of impostor phenomenon and burnout can negatively impact the well-being of the new nurse. Currently, no studies simultaneously examine impostor phenomenon and burnout in new nurses. Further research on the relationship between these phenomena should be conducted.
CONCLUSIONS: Understanding the impact of impostor phenomenon and burnout on new nurses could help mitigate challenges they face transitioning into practice.
BACKGROUND: Impostor phenomenon is an internalised intellectual phoniness resulting in persistent self-doubt despite prior success. It can evoke feelings of emotional exhaustion associated with burnout, negatively affecting employee retention. Due to changes in nursing education resulting from COVID-19, self-doubt and uncertainty among new nurses are expected to be heightened, leading to burnout which adversely effects nurse well-being, patient care and retention.
METHODS: The scoping review follows the methodological framework developed by Arksey and O\'Malley (2005) and the Reporting Checklist for Scoping Reviews (PRISMA-ScR) guidelines.
METHODS: The literature search was conducted utilising PubMed, CINAHL and PsycINFO. Inclusion criteria were studies published between 2011 and 2021, written in English, peer-reviewed, and focused on newly licensed registered nurses. Eighteen articles were reviewed.
RESULTS: Studies on impostor phenomenon in nursing are limited to nursing students and clinical nurse specialists. Prevalence of impostor feelings in these populations range from 36% to 75%, and 12.3% to 46% of new nurses report burnout. Impostor feelings arise from role ambiguity, lack of self-compassion, transitions, and minimal clinical experience. Burnout was associated with stress, feeling unprepared, inadequate socialisation, and lack of self-compassion. Overlap in these factors could increase impostor feelings and burnout in new nurses.
CONCLUSIONS: Effects of impostor phenomenon and burnout can negatively impact the well-being of the new nurse. Currently, no studies simultaneously examine impostor phenomenon and burnout in new nurses. Further research on the relationship between these phenomena should be conducted.
CONCLUSIONS: Understanding the impact of impostor phenomenon and burnout on new nurses could help mitigate challenges they face transitioning into practice.
摘要：
目的：确定新注册护士冒充现象和职业倦怠的患病率和严重程度，绘制有关护理中冒充者现象的当前文献，并找出影响新护士过渡到实习的相关因素。
背景：冒名顶替现象是一种内化的智力虚伪，尽管先前取得了成功，但仍会导致持续的自我怀疑。它可以唤起与倦怠相关的情绪疲惫的感觉，对员工留任产生负面影响。由于COVID-19导致护理教育的变化，预计新护士的自我怀疑和不确定性会增加，导致倦怠，对护士的健康产生不利影响，患者护理和保留。
方法：范围审查遵循Arksey和O\'Malley（2005）开发的方法框架和范围审查报告清单（PRISMA-ScR）指南。
方法：使用PubMed进行文献检索，CINAHL和PsycINFO。纳入标准是2011年至2021年之间发表的研究，以英文撰写，同行评审，并专注于新获得执照的注册护士。回顾了18篇文章。
结果：关于护理中冒充现象的研究仅限于护生和临床护士专家。在这些人群中，冒名顶替者情绪的患病率从36%到75%不等。12.3%至46%的新护士报告职业倦怠。冒名顶替者的感觉来自角色歧义，缺乏自我同情，过渡,和最少的临床经验。倦怠与压力有关,感到毫无准备，社会化不足，缺乏自我同情。这些因素的重叠可能会增加新护士的冒名顶替情绪和倦怠。
结论：冒名顶替现象和倦怠的影响会对新护士的幸福感产生负面影响。目前,没有研究同时检查冒名顶替现象和职业倦怠的新护士。应进一步研究这些现象之间的关系。
结论：了解冒名顶替现象和职业倦怠对新护士的影响可以帮助减轻他们过渡到实践所面临的挑战。
背景：冒名顶替现象是一种内化的智力虚伪，尽管先前取得了成功，但仍会导致持续的自我怀疑。它可以唤起与倦怠相关的情绪疲惫的感觉，对员工留任产生负面影响。由于COVID-19导致护理教育的变化，预计新护士的自我怀疑和不确定性会增加，导致倦怠，对护士的健康产生不利影响，患者护理和保留。
方法：范围审查遵循Arksey和O\'Malley（2005）开发的方法框架和范围审查报告清单（PRISMA-ScR）指南。
方法：使用PubMed进行文献检索，CINAHL和PsycINFO。纳入标准是2011年至2021年之间发表的研究，以英文撰写，同行评审，并专注于新获得执照的注册护士。回顾了18篇文章。
结果：关于护理中冒充现象的研究仅限于护生和临床护士专家。在这些人群中，冒名顶替者情绪的患病率从36%到75%不等。12.3%至46%的新护士报告职业倦怠。冒名顶替者的感觉来自角色歧义，缺乏自我同情，过渡,和最少的临床经验。倦怠与压力有关,感到毫无准备，社会化不足，缺乏自我同情。这些因素的重叠可能会增加新护士的冒名顶替情绪和倦怠。
结论：冒名顶替现象和倦怠的影响会对新护士的幸福感产生负面影响。目前,没有研究同时检查冒名顶替现象和职业倦怠的新护士。应进一步研究这些现象之间的关系。
结论：了解冒名顶替现象和职业倦怠对新护士的影响可以帮助减轻他们过渡到实践所面临的挑战。
